The Alberta Teachers’ Association

This agreement is made pursuant to the School Act and the Labour Relations Code (RSA).

Between Wild Rose School Division No 66 (hereinafter called "the Employer") of the first part and the Alberta Teachers' Association, a body corporate incorporated under the laws of the Province of Alberta (hereinafter called "the Association") of the second part.

Whereas the Association is the bargaining agent for the teachers employed by the Employer; and

Whereas terms and conditions of employment and salaries have been the subject of negotiations between the parties, and

NOW THEREFORE THIS AGREEMENT WITNESSETH that in consideration of the premises and of the mutual and other covenants herein contained the parties agree as follows:

1.   Bargaining Unit

1.1   This agreement applies to all employees of the Employer who as a condition of their employment must possess a valid teaching certificate issued under the authority of the Department of Education, the Province of Alberta, herein collectively called the teachers, or where the context requires, teacher, except those designated as:

(a) Superintendent
(b) Deputy Superintendent
(c) Assistant Superintendent
(d) Director (clause 1.1(d) added effective September 1, 2009)

2.   Management Rights & Scope

2.1   The Employer retains those residual rights of management not specifically limited by the terms of this agreement.

2.2   The matters negotiated by the parties in respect of the salaries and the terms and conditions of the teachers' employment with the Employer are governed by the provisions of this agreement and any statutory provisions relating thereto.

3.   Term of Agreement

3.1   This agreement takes effect on September 1, 2006 and terminates on August 31, 2012. Either party may give to the other not less than 60 days nor more than 150 days prior to the termination date of this agreement a notice in writing of its intention to commence collective bargaining. A meeting between the Employer and the Association shall take place not more than 30 days after notice is served. The parties shall exchange a complete set of detailed bargaining proposals within 15 days of the first time they meet for the purpose of collective bargaining or within any longer time agreed to by the parties. Negotiations shall be limited to the items in the two lists combined.

3.2   If neither party submits notice as per clause 3.1, this agreement shall continue from year to year thereafter until notification of desire to amend or terminate is given as per clause 3.1.

3.3   The wording and figures contained in the articles and schedules of this agreement shall not be changed by either party, except through mutual agreement.

3.4   The parties agree that negotiations during the term of this agreement can only be reopened on any part thereof if the reopening is mutually acceptable to both parties, except as provided in clause 3.1.

4.   Salary Schedule

4.1   The Employer shall pay all teachers the salaries and allowances herein set forth and computed. All sums mentioned herein are "per annum" unless specifically stated otherwise. One month salary shall be 1/12 part of the annual salary at the rate in effect that month.

4.2   The number of years of teacher education and the years of teaching experience, as computed according to this agreement, shall together determine the basic salary rate of each teacher employed by the Employer.

4.3   The following salary schedule shall be effective as indicated.

Effective September 1, 2006

All regular and temporary staff employed during the period September 1, 2006 to April 30, 2007 shall be paid a lump sum payment in lieu of retroactive pay equivalent to 3.45 per cent of their gross pay earned during this period; and for those affected, an additional adjustment due to the grid roll-up. Continue the roll-up pattern for “Years of Teacher Experience” from 3-4 (2005/06) to 4-5 (2006/07).

Effective May 1, 2007

Years of teaching experience	Years of University Education
	One	Two	Three	Four	Five	Six
0			40,212	47,767	50,467	53,398
1			41,986	50,618	53,317	56,256
2			43,758	53,465	56,169	59,114
3			45,532	56,316	59,021	61,974
4-5			47,308	59,163	61,871	64,832
6			49,081	62,416	65,124	68,090
7			50,854	65,669	68,374	71,347
8			52,626	68,922	71,626	74,608
9			54,402	72,174	74,877	77,864
10	45,225	50,471	56,175	75,428	78,129	81,123

Effective September 1, 2007, an increase of 3 per cent.

All regular and temporary staff employed during the period September 1, 2007 to the date of ratification shall be paid a lump sum payment in lieu of retroactive pay equivalent to 3 per cent of their gross pay earned during this period; and for those affected, an additional adjustment due to the grid roll-up.

Continue the roll-up pattern for “Years of Teacher Experience” from 5-6 (2007/08), 6-7 (2008/09), 7-8 (2009/10), 8-9 (2010/2011), 9-10 (2011/12).

Years of teaching experience	Years of University Education
	One	Two	Three	Four	Five	Six
0			41,418	49,200	51,981	55,000
1			43,246	52,137	54,917	57,944
2			45,071	55,069	57,854	60,887
3			46,898	58,005	60,792	63,833
4			48,727	60,938	63,727	66,777
5-6			50,553	64,288	67,078	70,133
7			52,380	67,639	70,425	73,487
8			54,205	70,990	73,775	76,846
9			56,034	74,339	77,123	80,200
10	46,582	51,985	57,860	77,691	80,473	83,557

The following salary increases shall be provided in accordance with the Memorandum of Agreement between the Government of Alberta and the Alberta Teachers’ Association of November 15, 2007.

Effective September 1, 2007 adjust the salary grid in effect on August 31, 2007 by 3 per cent (note the rates identified herein for salaries, substitute teacher rates and allowances already reflect this increase).

For the school years 2008/2009 to 2011/2012, salary grid adjustments will be as follows:

The Alberta Average Weekly Earnings* index (AAWE) percentage increase for September 1, 2008 will be calculated by comparing the average of earnings for Alberta for January 1, 2007 to December 31, 2007 to the average of earnings for Alberta for January 1, 2006 to December 31, 2006, and then applied to the salary grid in effect on August 31, 2008.

The Alberta Average Weekly Earnings* index (AAWE) percentage increase for September 1, 2009 will be calculated by comparing the average of earnings for Alberta for January 1, 2008 to December 31, 2008 to the average of earnings for Alberta for January 1, 2007 to December 31, 2007, and then applied to the salary grid in effect on August 31, 2009.

The Alberta Average Weekly Earnings* index (AAWE) percentage increase for September 1, 2010 will be calculated by comparing the average of earnings for Alberta for January 1, 2009 to December 31, 2009 to the average of earnings for Alberta for January 1, 2008 to December 31, 2008, and then applied to the salary grid in effect on August 31, 2010.

The Alberta Average Weekly Earnings* index (AAWE) percentage increase for September 1, 2011 will be calculated by comparing the average of earnings for Alberta for January 1, 2010 to December 31, 2010 to the average of earnings for Alberta for January 1, 2009 to December 31, 2009, and then applied to the salary grid in effect on August 31, 2011.

Note: If the AAWE calculations results in a negative number, the current salary grid in effect at the time shall continue in effect for the subsequent school year.

*The average weekly earnings for Alberta (based on the Statistics Canada Survey of Employment, Payrolls and Hours) unadjusted for seasonal variations, by type of employee for selected industries classified using the North American Industry Classification System (NAICS) monthly (Dollars) (281-0026).

Effective September 1, 2008, an increase of 4.53 per cent, as per the AAWE announcement.

Years of teaching experience	Years of University Education
	One	Two	Three	Four	Five	Six
0			43,294	51,429	54,336	57,492
1			45,205	54,499	57,405	60,569
2			47,113	57,564	60,475	63,645
3			49,022	60,633	63,546	66,725
4			50,934	63,698	66,614	69,802
5			52,843	67,200	70,117	73,310
6-7			54,753	70,703	73,615	76,816
8			56,660	74,206	77,117	80,327
9			58,572	77,707	80,617	83,833
10	48,692	54,340	60,481	81,210	84,118	87,342

Effective September 1, 2009, an increase of 5.99 per cent, as per the AAWE announcement.

Years of teaching experience	Years of University Education
	One	Two	Three	Four	Five	Six
0			45,887	54,510	57,591	60,936
1			47,913	57,763	60,844	64,197
2			49,935	61,012	64,097	67,457
3			51,958	64,265	67,352	70,722
4			53,985	67,514	70,604	73,983
5			56,008	71,225	74,317	77,701
6			58,033	74,938	78,025	81,417
7-8			60,054	78,651	81,736	85,139
9			62,080	82,362	85,446	88,855
10	51,609	57,595	64,104	86,074	89,157	92,574

4.4   Nothing in this agreement shall reduce the basic salary of a teacher below the basic salary payable to him/her immediately prior to the effective date of this agreement.

4.5   Provisions of this agreement in respect of salary and benefit premiums as per clause 17.2 shall be applicable to part-time teachers on a prorated basis, who shall receive only that portion of salary and benefit premiums that the period of actual service in the year bears to a year of full-time service.

5.   Administration and Administrative Allowances

5.1   Unless otherwise identified, increase allowances as per grid increases and dates with applicable lump sum payments as per attached letters of understanding regarding salary calculations.

5.1.1   Effective September 1, 2006

Each administrator employed during the period September 1, 2006 to April 30, 2007 shall be paid a lump sum payment in lieu of retroactive pay equivalent to an increase in the base administrative allowance to $13,448.50 for this period, plus an increase in the per student allowance of 3.45 per cent for the period.

Principal’s Allowances: Effective May 1, 2007

In addition to base allowance of $13,448.50, principals shall be paid an additional amount for student enrollment as follows:

(a) per student for the first 100 students	$0.00
(b) per student for 101 to 200 students	$30.24
(c) per student for 201 to 300 students	$19.73
(d) per student for 301 to 400 students	$18.41
(e) per student thereafter	$14.46

In cases where a principal is designated responsibility for ECS, ECS students shall be included in the student count and each ECS student shall be counted as 0.6 student.

Effective September 1, 2007

Each administrator employed effective September 1, 2007 shall be paid a lump sum payment in lieu of retroactive pay equivalent to an increase in the base administrative allowance to $13,851.96 for this period, plus an increase in the per student allowance for the period.

Principal’s Allowances: Effective September 1, 2007

In addition to base allowance of $13,851.96, principals shall be paid an additional amount for student enrollment as follows:

(a) per student for the first 100 students	$0.00
(b) per student for 101 to 200 students	$31.15
(c) per student for 201 to 300 students	$20.32
(d) per student for 301 to 400 students	$18.96
(e) per student thereafter	$14.89

In cases where a principal is designated responsibility for ECS, ECS students shall be included in the student count and each ECS student shall be counted as 0.6 student.

Principal’s Allowances: Effective September 1, 2008

In addition to base allowance of $14,479.45, principals shall be paid an additional amount for student enrollment as follows: 

(a) per student for the first 100 students	$0.00
(b) per student for 101 to 200 students	$32.56
(c) per student for 201 to 300 students	$21.24
(d) per student for 301 to 400 students	$19.82
(e) per student thereafter	$15.56

In cases where a principal is designated responsibility for ECS, ECS students shall be included in the student count and each ECS student shall be counted as 0.6 student.

Principal’s Allowances: Effective September 1, 2009

In addition to base allowance of $15,346.77, principals shall be paid an additional amount for student enrollment as follows:

(a) per student for the first 100 students	$0.00
(b) per student for 101 to 200 students	$34.51
(c) per student for 201 to 300 students	$22.51
(d) per student for 301 to 400 students	$21.01
(e) per student thereafter	$16.49

In cases where a principal is designated responsibility for ECS, ECS students shall be included in the student count and each ECS student shall be counted as 0.6 student.

Allowances to be adjusted on the same dates and by the same percentage increases as are applied to the salary grid.

5.1.2   Vice-Principal/Assistant Principal Allowances - Administrative allowance amounting to 50 per cent of the allowance received by a principal in accordance with 5.1.1 shall be paid to each vice-principal and assistant principal. Where the Employer designates a senior or first vice-principal, the senior or first vice-principal shall receive an administrative allowance amounting to 60 per cent of the allowance received by the principal. The pupil count for a vice-principal or assistant principal shall be the same as the count for the principal.

5.2   Acting Principal

5.2.1   When, in the absence of the principal, the vice-principal acts in his/her place for a period of 10 or more consecutive days, the vice-principal shall assume the position of acting principal and shall receive an allowance equivalent to that of the principal for the period from and including the eleventh day until the return of the regular principal.

Effective September 1, 2009, the vice-principal shall assume the position of acting principal, as identified above, in the absence of the principal for a period of seven or more consecutive days and shall receive an allowance equivalent to that of the principal for the period from and including the eighth day until the return of the regular principal.

5.2.2   In the absence of the principal from a school where there is no vice-principal or in the absence of both the principal and vice-principal(s) from a school, a teacher shall be designated by the Employer to be acting principal and shall be paid 50 per cent of the principal's allowance should the principal or both the principal and vice-principal(s) be absent for more than three consecutive school days and such allowances shall be payable from day one. Such designation shall terminate upon the return to duty of the principal or either the principal or vice-principal(s) or upon the appointment of a new principal, who has assumed responsibility within the school, whichever is sooner.

5.3   The pupil and teacher count for purposes of administration and administrative allowances shall be made on September 30 of each year and to be effective on commencement of the current school year.

5.4   Additional Allowances - In addition to the salary specified in clause 4.3, there shall be paid additional allowances for other designated administrative positions as follows:

5.4.1   Instructional consultants/psychologists

Effective September 1, 2006

Each instructional consultant/psychologist employed during the period September 1, 2006 to April 30, 2007 shall be paid a lump sum payment in lieu of retroactive pay equivalent to 3.45% of the gross allowance earned during the period.

Effective May 1, 2007                      $12,912
Effective September 1, 2007            $13,299

Each instructional consultant/psychologist shall be paid a lump sum payment in lieu of retroactive pay equivalent to the gross allowance earned during the period. The allowance for Instructional consultant/psychologists shall be adjusted on the same dates and by the same percentage increases as are applied to the salary grid.

Effective September 1, 2008            $13,901
Effective September 1, 2009            $14,734

5.4.2           Coordinators

Effective September 1, 2006

Each coordinator employed during the period September 1, 2006 to April 30, 2007 shall be paid a lump sum payment in lieu of retroactive pay equivalent to 3.45% of the gross allowance earned during the period.

Effective May 1, 2007                      $9,684
Effective September 1, 2007            $9,975

Each coordinator employed shall be paid a lump sum payment in lieu of retroactive pay equivalent to the gross allowance earned during the period. The allowance for Coordinators shall be adjusted on the same dates and by the same percentage increases as are applied to the salary grid.

Effective September 1, 2008            $10,427
Effective September 1, 2009            $11,052

5.4.3   District Administrator (effective September 1, 2009)

A teacher designated as District Administrator shall receive an annual allowance equal to the higher of:

(a) A Coordinator’s administrative allowance as per article/clause 5.4.2, or

(b) In the case where the teacher designated as district administrator is in receipt of an allowance under article/clause 5.1.1 Principal’s Allowance or 5.1.2 Vice-Principal/Assistant Principal’s Allowance, the teacher shall be paid the equivalent of the applicable Principal’s or Vice/Assistant Principal’s allowance in effect at the time of the appointment as District Administrator. This amount is subject to change on an annual basis, the same as if the teacher designated as District Administrator had still been in his/her former principal or Vice/Assistant Principal position in accordance with article/clause 5.1.1 or 5.1.2 as applicable.

5.5   (Effective to August 31, 2009) A teacher occupying an administrative position on the date of signing of this agreement shall continue to retain his/her administrative designation for the term of this agreement or until he/she vacates the administrative position in the school or is otherwise unable to fulfil the responsibilities of the administrative position. (Clause 5.5 deleted effective September 1, 2009)

5.6   The Employer may create or fill administrative positions other than those specifically enumerated in clause 5.4 hereof, provided that additional allowances are negotiated with the teachers’ economic policy committee's negotiating subcommittee before advertising and filling such position. If after 10 days from the time notice is given to the committee no agreement is reached, the Employer may proceed to fill the position with the understanding that the amount of the allowance will be on the bargaining table at the next round of salary negotiations.

5.7   Designation of a Vice-Principal - In a school where there are 10 or more teachers including the principal, the Employer shall designate one teacher to be vice-principal, unless an alternative administrative designation is deemed to be more practical after consultation and agreement between the Employer and the principal of the school concerned.

6.   Teacher Education

6.1   The evaluation of teacher education for salary purposes shall be determined by a statement of qualifications issued by the Alberta Teachers' Association Teacher Qualifications Service in accordance with the principles and policies established by the Teacher Salary Qualifications Board pursuant to the memorandum of agreement dated March 23, 1967, among the Department of Education, the Alberta Teachers' Association and the Alberta School Trustees' Association.

6.2   The adjustment dates for changes in the allowance for university education are September 1 and February 1.

6.3   Each teacher claiming additional teacher education and each teacher commencing employment with the Employer, shall supply satisfactory evidence of teacher education to the Employer within 90 calendar days from commencement of the school year or from the date of commencement of employment or adjustment dates. If satisfactory evidence is not submitted within 90 calendar days, salary shall be adjusted effective the beginning of the month following submission of satisfactory evidence. This clause shall not apply if the teacher submits proof of his/her application for evaluation of teacher education to the Employer within 45 calendar days of commencement of employment or adjustment dates.

6.4   Until the teacher submits satisfactory evidence, the teacher shall be placed on the salary schedule according to the most recent acceptable statements of qualifications or according to the minimum education requirements for his/her teaching certificate.

7.   Experience Increments

7.1 (a) (Effective to August 31, 2009) A year of teaching experience shall be earned by teachers providing service for at least the equivalent of 125 school days with the Employer. Teaching experience earned by part-time teachers shall be accumulated within four consecutive years. When a year of teaching experience has been accumulated, the teacher shall not begin to earn additional teaching experience until an increment has been granted at the beginning of another school year or February 1. (Clause 7.1(a) deleted effective September 1, 2009)

7.1 (a) Effective September 1, 2009, a year of teaching experience shall be earned by providing service with the Employer of the equivalent of 125 school days. When a year of teaching experience has been earned, the teacher shall not begin to earn credit towards another year of teaching experience until the commencement of another school year or February 1, whichever occurs first.

NOTE: It is understood that any teaching experience earned during the past four (4) school years (2005/2006, 2006/2007, 2007/2008 and 2008/2009) under the provisions of the predecessor clause 7.1 (a), that has not been applied to an increment, will be carried forward accordingly. For the sake clarity, any experience credit lost as result of the previous provisions of this article, ie teaching experience earned prior to the 2005/2006 school year will not be recognized in determining future experience credits.

(b) The number of years of teaching experience earned by a teacher prior to engagement by the Employer is granted as if it had been teaching experience in schools under the Employer's jurisdiction.

(c) No teacher shall receive increments for experience gained while not holding a valid teaching certificate.

7.2   The adjustment date for changes in the number of increments allowed for teaching experience shall be at the commencement of the school year or February 1.

7.3   (Effective to August 31, 2009) Substitute teaching shall not be counted as teaching experience for incremental purposes, except for those teachers who are under contract. (Clause 7.3 deleted effective September 1, 2009)

7.3   Effective September 1, 2009, substitute teaching shall not be counted as teaching experience for incremental purposes.

7.4   The teacher shall be responsible to submit satisfactory evidence of teaching experience to the Employer from other previous employer(s).

7.5   Proof of previous experience or proof of having applied for same must be submitted to the Employer within 45 calendar days of commencement of employment, the first day of school of each school year or February 1, whichever is applicable.

7.5.1   If such evidence is submitted within the 45 calendar days, salary shall be paid according to this experience effective the date of commencement of the school year or the date of commencement of employment or February 1, whichever is applicable.

7.5.2   If such evidence is not submitted within the aforementioned 45 days, the teacher shall be placed in the salary schedule according to the most recent acceptable statement of experience or at the minimum of his/her category according to years of university education and salary shall be adjusted effective the beginning of the month following submission of such evidence.

7.6   A teacher shall not receive more than one increment per year regardless of circumstances.

8.   Vocational Teachers

8.1   Notwithstanding clause 7.1, this clause shall be effective:

8.2   Definition: A vocational teacher is one who is teaching vocational shop courses for at least half of his teaching day.

8.3   Vocational teacher salary entitlement, provided he has no previous teaching experience as a certified teacher, will be the minimum salary rate according to his evaluation of university education for salary purposes.

8.4   In addition to his salary rate, each vocational education teacher will be entitled to an industrial experience allowance (as a journeyman or equivalent) as set forth below, provided that in any case, his total salary shall not exceed the maximum salary rate according to his evaluation. Recognition for allowance purposes shall be provided where the experience claimed is experience earned in the related area and while holding a journeyman's certificate or the equivalent listed below:

Vocational Area	Required Qualification
Welding	Journeyman Certificate
Auto Mechanic	Journeyman Certificate
Auto Body Mechanic	Journeyman Certificate
Building Construction	Journeyman Certificate
Health Services	Registered Nursing Certificate or equivalent as determined by the Employer
Beauty Culture	Journeyman Certificate or equivalent as determined by the Employer

Industrial Experience	Increments	Industrial Experience	Increments
10 years	5	4 – 5	2
8 – 9	4	2 – 3	1
6 – 7	3	0 – 1	0

8.5   The initial industrial experience allowance shall remain constant throughout the period of employment. The original placement of the vocational teacher on the salary schedule shall be subject to review by the grievance committee established under clause 15.1.2 of this agreement.

9.   Substitute Teachers

9.1   Substitute teachers employed during the period September 1, 2006 to April 30, 2007 shall be paid a lump sum in lieu of retroactive pay equivalent to the difference between the old rate of $157.80 per diem and the new rate of $167.92 per diem.

Effective May 1, 2007, substitute teachers shall be paid on a pro-rata basis at the rate of $167.92 per diem, including vacation pay.

Effective September 1, 2007, the rate of pay for substitute teachers shall be increased by 3 per cent to $172.96. Lump sum payment shall continue in lieu of retroactive pay as per the applicable letter of understanding.

The rate shall be adjusted on the same dates and by the same percentage increases as are applied to the salary grid.

Effective September 1, 2008, the rate of pay for substitute teachers shall be $180.80.
Effective September 1, 2009, the rate of pay for substitute teachers shall be $191.62.

Where the total amount of substitute teaching on a particular day is less than full time, pay will be on a pro-rated basis, with a minimum of half the daily rate.

Notwithstanding the foregoing, if an individual employed as a teacher is also employed as a substitute teacher, the total pay for any day shall not exceed 1/200 of the applicable grid rate of the individual at 1.0 FTE.

9.2   When a substitute teacher has taught for more than five days consecutively in one position, he/she shall be placed on the salary grid in accordance with his/her years of training and experience, such placement to be effective from the sixth day of service in that position.

9.3   When a substitute teacher is required for a period in excess of five consecutive teaching days in the same teaching assignment, the same substitute teacher shall be retained if the substitute teacher is willing to continue the assignment and the superintendent, on the advice of the principal, has determined that the substitute teacher assignment is in the best interests of the students and the school.

9.4   Substitute teachers shall be paid not later than the tenth day of the month following, provided the necessary payroll information is submitted no later than the third teaching day of the month following the days taught.

10.   Salary Payment

10.1   Except for substitute teachers, each teacher shall be paid 1/12 of his/her annual rate of salary as follows:

(a) not later than one clear banking day prior to the last Friday of the following months: September to November and January to July.

(b) not later than two clear banking days prior to the Christmas vacation.

(c) July cheque will be dated July 1 and sent with June cheque. August cheques will be paid not later than one clear banking day prior to the last Friday of July.

(d) Notwithstanding where a teacher has resigned, salary shall be paid subject to section 111(6) and (7) of the School Act 2000 as amended from time to time.

10.1.1   Except for substitute teachers, each teacher shall have his/her salary payment deposited into his/her bank account.

10.2   Teachers shall be assigned duties for not more than 200 days in any school year. Any teacher who is in receipt of an administrative allowance as provided in clause 5 shall accept the responsibility for having his/her school units operational on the commencement day of each school term, semester or other division of the school year.

10.3   Teachers required to teach in two or more schools in one day shall be paid mileage or travel allowance at the same rate as other Board personnel.

11.   Sick Leave

11.1   In the first year of service with the Employer, a teacher shall be entitled to sick leave as follows:

(a) an accumulation of the maximum statutory sick leave of 20 days accumulated at two days per month.

(b) Should sick leave exceed the number of days of sick leave entitlement, resulting in salary deduction, subsequent accumulated sick leave entitlement, to a maximum of 20 days, in the same school year shall be applied and any salary adjustment required shall be made on the last cheque issued to the teacher for the current school year.

11.2   During the second and subsequent years of continuous service, annual sick leave with full salary will be granted for the purpose of obtaining necessary medical or dental treatment or because of accident, sickness or disability for 90 calendar days.

11.3   A teacher who has more than one year of continuous service and has been absent due to medical disability shall, upon return to full-time duty, have the teacher's sick leave benefits restored to 90 calendar days.

11.4   Provisions of the sick leave shall be suspended and the benefits of the ASEBP extended disability shall apply where a teacher is so eligible for these ASEBP benefits.

11.5   A teacher who is absent from school duties to obtain necessary medical or dental treatment or because of accident, disability or sickness for a period of more than three consecutive teaching days may be required to present at the Employer's discretion a medical certificate(s) during the sick leave period or upon return to work.

11.6   A teacher who is absent from school duties to obtain necessary medical or dental treatment or because of accident, disability or sickness for a period of three teaching days or less may be required to present a signed statement giving the reason for such absence.

11.7   Provisions of this article shall not be applicable when a teacher is on other leaves, with or without pay or while on strike.

11.8   When a teacher leaves the employ of the Employer, all accumulated sick leave shall be cancelled.

11.8.1   Notwithstanding clause 11.8, in the case of a teacher who has had one or more years of continuous service with the Employer and within two years is re-employed by the Employer he/she shall have his/her entitlement to 90 calendar days of sick leave reinstated.

12.   Sabbatical Leave

12.1   Sabbatical leave shall mean leave of absence granted by the Employer on application by the teacher for the following reasons:

12.1.1   Study approved by the Employer for improving the teacher's academic or professional education.

12.1.2   Travel or experience which has been approved by the Employer as being useful in improving the teacher's service.

12.2   To be eligible for sabbatical leave under clause 12.1.1 or 12.1.2, the teacher shall have served the Employer for five years.

12.3   A teacher who is granted sabbatical leave shall give an undertaking in writing to return to his/her duties following expiration of his/her leave and shall not resign or retire from teaching service other than by mutual agreement between the Employer and the teacher for a period of at least two years after resuming his/her duties.

12.4   A teacher granted sabbatical leave shall enter into an individual written agreement with the Employer as to the conditions under which he/she shall return to the school system.

12.5   All applications for sabbatical leave shall be submitted to the Employer by March 1 preceding the school year in which sabbatical leave is commenced.

12.6   The Employer shall, after reviewing the applications for sabbatical leave, determine both the number and the persons to be granted such leave, after considering the seniority of each applicant and the interests of the school system.

12.7   A teacher who is granted sabbatical leave for the year shall receive a salary of 50 per cent of category 4, step 5 for that year. Payments shall be made in equal monthly instalments on the last day of the month. The total allowance is that rate in effect at the time of granting the leave.

12.8   The Employer may grant a sabbatical leave for a period of less than one year but greater than one month. A teacher granted such leave shall receive an allowance prorated to the amount provided in clause 12.7 calculated in the ratio that the period of approved leave bears to one year.

12.9   Upon resumption of duties, a teacher shall be returned to a position no less favorable than the one which he/she enjoyed before the leave was taken.

13.   Maternity and Parental Leave

13.1   Teachers shall be entitled to maternity leave for a period of up to 15 weeks.

13.2   The health related portion of each teacher's maternity leave shall be as determined by medical documentation, in accordance with sick leave provisions.

13.3   The Employer has implemented a supplemental unemployment benefits plan (SUB) that will pay 95 per cent of salary during the health related portion of maternity leave. All teachers shall be required to access the SUB plan during the health related portion of their maternity leave. The SUB benefit shall replace sick leave and the teacher shall have no access to sick leave benefits while on maternity leave. The Employer shall pay its portion of each teacher's benefit plan premiums during her maternity leave. The remainder of the maternity leave not covered by the health related portion shall be without pay. SUB shall be payable for a maximum of 17 weeks or for the period covered by accumulated sick leave, whichever is less. Notwithstanding the above, in the event that the claim falls during a period in which a teacher would not normally have taught, the teacher shall not be entitled to payment of any additional SUB payments and benefits during this period. The Employer shall advise each teacher to apply for extended disability benefit at least 30 days in advance of her expected eligibility for such benefit. After 90 consecutive calendar days of sickness the teacher shall apply for extended disability benefits and no further salary or SUB shall be payable by the Employer.

New Clause 13.3.1 is added effective September 1, 2009:

13.3.1   Notwithstanding article/clause 13.3, a teacher, who is not eligible for employment insurance benefits, is entitled to access sick leave in accordance with article 11 of this collective agreement for the duration of the health related portion of the maternity leave or her accumulated sick leave, whichever is the lesser.

13.4   Each teacher shall be eligible for parental leave:

(a) without pay and the Employer’s portion of benefit premiums for up to 37 consecutive weeks immediately following the last day of maternity leave or

(b) a period of not more than 37 consecutive weeks within 52 weeks after the child’s birth or

(c) in the case of an adoptive parent, a period of not more than 37 consecutive weeks within 52 weeks after the child is placed with the adoptive parent. During this 37 week period, each teacher shall be eligible to maintain benefit plan coverage provided the teacher pays 100 per cent of the premium.

13.5   Each teacher shall notify the Employer of the leave requirements 6 weeks in advance of the date the teacher intends to commence maternity or parental leave. Such notice shall be in writing, and in the case of maternity leave, accompanied by a medical certificate giving the estimated date of birth of the child.

13.6   The teacher shall give the Employer at least four weeks’ notice of the day on which the teacher intends to return to work. Such notice shall be in writing.

13.7   Upon expiration of the leave the teacher shall be reinstated to the same position within the school division as held at the commencement of the leave or to a position no less favourable than held at the commencement of the leave. This does not imply that a teacher on leave has any advantage or disadvantage in the event that staff reduction or program changes become necessary in a particular school.

13.8   Upon notification, a teacher shall be granted one day leave with full pay and benefits to attend the birth of the teacher’s child or to take custody of the adopted child.

14.   Other Leaves of Absence

14.1   A teacher is entitled to temporary leave of absence with pay and such leave is deemed to be an authorized leave of absence approved by the Employer pursuant to section 111(1)(d)(i) of the School Act, 2000, where such teacher is absent:

14.2   (Effective to August 31, 2009) For not more than five teaching days for each occurrence because of the critical illness, critical injury or death of spouse, child, parent, legal guardian, brother, sister, parents of spouse, grandparents, grandchildren, grandparents of spouse, brother-in-law, sister-in-law, son-in-law, daughter-in-law or a relative who is a member of the teacher's household and up to one teaching day to attend the funeral of aunts and of uncles of the teacher or spouse or nieces or nephews of the teacher. Medical documentation supporting the teacher's requirement to be in attendance may be required for critical illness and critical injury.

Clause 14.2 is deleted effective September 1, 2009 and replaced by 14.2(a) and 14.2(b):

14.2 (a)   For not more than five (5) teaching days for each occurrence because of the death of spouse, child, parent, legal guardian, brother, sister, parents of spouse, grandparents, grandchildren, grandparents of spouse, brother-in-law, sister-in-law, son-in-law, daughter-in-law, or a relative who is a member of the teacher’s household. While it is recognized that this leave is usually taken at or near the time of the death, it is also recognized that there are circumstances where the leave or portions thereof are understandably taken at later date(s). A teacher utilizing any portion(s) of this leave after one hundred and twenty (120) calendar days of the death, shall, whenever possible, provide written notice to the Superintendent of Schools, prior to utilizing the leave stating the reason(s) connecting the leave and the death.

14.2 (b)   Up to one teaching day to attend the funeral (or similar event as the case may be) of aunts and of uncles of the teacher or spouse, or nieces or nephews.

14.2.1   (Effective to August 31, 2009) Effective September 1, 2007, teachers shall be entitled to one teaching day with pay per school year to attend to the medical/dental needs of immediate family members or other members of the teacher’s household. This clause shall be deleted, upon date of ratification, as per clause 14.4.1. (Clause 14.2.1 is deleted effective September 1, 2009)

14.3   (Effective to August 31, 2009) Because, despite reasonable effort, he/she is unable to travel to his/her school from his/her place of residence because of

(a) inclement weather,
(b) impassable road conditions or
(c) the failure of transportation facilities other than his/her own. (Clause 14.3 is deleted effective September 1, 2009)

14.3.1   (Effective to August 31, 2009) For the period of one day necessary to attend convocation at a post-secondary institution at which the teacher or the teacher's son, daughter or spouse is graduating. (Clause 14.3.1 is deleted effective September 1, 2009)

14.4   (Effective to August 31, 2009) Leave of absence (personal leave) may be used by a teacher to attend to personal business provided a written request has been approved by the principal. A teacher shall have available three days of personal leave each school year. Unused leave may be accumulated and carried forward by the teacher to a maximum of two days per school year. The maximum number of personal leave days a teacher may carry forward to a subsequent school year is two. No more than five days of personal leave may be taken per school year. One day of personal leave may be taken by the teacher each school year without deduction of salary; all personal leave taken after the first day of personal leave shall result in a deduction equal to the rate of a substitute teacher’s pay for each such day of leave taken. This clause shall be applicable to part-time teachers on a basis prorated to the period the teacher’s actual service in the year bears to a year of full-time service. This clause shall be deleted, upon date of ratification, as per clause 14.4.1. (Clause 14.4 is deleted effective September 1, 2009)

Clauses 14.2.1, 14.3, 14.3.1 and 14.4 are replaced by new clause 14.3 effective September 1 2009:

14.3   Leave of absence (personal leave) may be used by a teacher to attend to personal business. A teacher shall have available five days of personal leave each school year to be used subject to the following:

(a) Utilization of personal leave entitlements shall be at the discretion of the Teacher and shall be on a “with pay and with benefits” basis.

(b) Teachers are expected to provide the School Principal with as much advance notice, in writing, as is possible and practicable of their intention to access their personal leave. In the case of Principals they shall provide the advance notice to the Superintendent of Schools.

(c) Under extenuating/emergent circumstances, the Teacher shall make every reasonable effort (via phone, fax, e-mail, etc…) to advise the School Principal of the Teacher’s intention to access personal leave. In the case of principal, the principal shall make every reasonable effort to advise the Superintendent of Schools accordingly.

(d) Utilization of more than five (5) consecutive personal leave days requires authorization from the Superintendent of Schools.

(e) Unused personal leave may be accumulated and carried forward by the Teacher to a maximum of three days per School year. The maximum leave available in one year shall be eight (8) days.

(f) The personal leave entitlement shall be applicable to teachers’ on a basis pro-rated to the period of the teacher’s actual service in the school year bears to a school year of full-time service. For the purpose of pro-rating paid leave shall be considered as days of service and unpaid leave of 10 consecutive days or more and substitute teaching shall not be considered as days of service.

(g) Teachers hired under contract between the commencement of the school year and October 16 of the school year shall be considered to be eligible for the provisions of this clause as if they were hired at the beginning of the School Year.

NOTE: It is understood by both parties to this agreement that the new provisions under personal leave are effective September 1, 2009 and as such replace the personal leave provisions in place prior to September 1, 2009 in their entirety. This means that any previous unused personal leave will not be carried forward into the 2009/10 School year.

14.4.1    Upon date of ratification, clauses 14.2.1 and 14.4 shall be deleted and replaced with the following:

Leave of absence (personal leave) may be used by a teacher to attend to personal business provided a written request has been approved by the principal. A teacher shall have available four days of personal leave each school year. Unused leave may be accumulated and carried forward by the teacher to a maximum of one day per school year. The maximum number of personal leave days a teacher may carry forward to a subsequent school year is one. No more than five days of personal leave may be taken per school year. Two days of personal leave may be taken by the teacher each school year without deduction of salary; all personal leave taken after the first two days of personal leave shall result in a deduction equal to the rate of a substitute teacher’s pay for each such day of leave taken. This clause shall be applicable to part-time teachers on a basis prorated to the period the teacher’s actual service in the year bears to a year of full-time service. (Clause 14.4.1 is deleted effective September 1, 2008)

14.5   (Effective September 1, 2009, renumber to 14.4) (a) Leave of absence for salary negotiations shall be granted to a maximum of five teachers of the Employer without loss of salary or personal days, provided, however, that the Employer shall be reimbursed by the Association for the cost of substitutes for each day of such leave. Such leave shall be granted for Local bargaining only. Should bargaining go to a regional or provincial basis only one teacher shall be released.

(b) If no substitute is required then, upon notification to the Employer's negotiating committee, substitute costs shall be waived.

14.6   (Effective September 1, 2009, renumber to 14.5) (a) Additional leaves of absence may be granted by the Employer with pay and the Employer's portion of benefit premiums at the discretion of the Employer.

(b) Additional leaves of absence may be granted by the Employer without pay at the discretion of the Employer, but with the Employer's share of benefit premiums. If such leave reaches six consecutive teaching days the teacher shall assume responsibility for 100 per cent of benefit premiums retroactive to day one of the leave and through to the last day of the leave.

14.7   (Effective September 1, 2009, renumber to 14.6) When a teacher is required to serve on a jury or is subpoenaed to appear in the courts as a witness, the Employer will continue to pay the teacher his/her full salary provided the full amount of the allowance(s) (excluding reimbursement for authorized expenses) received by the teacher from the courts is remitted to the Employer.

14.8   (Effective September 1, 2009, renumber to 14.7) The Employer shall grant leave of absence with full pay and benefits for teachers who are absent to attend professional business at the local level approved by the Alberta Teachers’ Association, provided that the Employer be advised that the ATA local of the leave required and is reimbursed for the cost of a substitute, as provided in article 9.1 for each day of absence. Normally, leave shall not exceed three days per year per teacher, with the exception of the following members of the Alberta Teachers’ Association local: president, a release up to 0.25 FTE, secretary, a release time up to 0.125 FTE and treasurer, a release time up to 0.125 FTE. In the case of president, treasurer and secretary scheduled release time will be advised to the Employer annually by September 15 and reimbursed to the Employer at the amount of FTE being assessed, at the average divisional FTE teacher cost as determined by the Employer. Unscheduled release time for the president, secretary and treasurer will normally not exceed 10 days per year and will be reimbursed to the Employer at the cost of a substitute as provided in article 9.1 for each day of absence.

15.   Grievance Procedure

15.1   Any difference between the parties, any employee covered by this agreement and the Employer or in a proper case between the Alberta Teachers' Association and the Employer concerning the interpretation, application, operation or alleged violation of this agreement and further including any dispute as to whether the difference is arbitrable, shall be dealt with as follows, without stoppage of work or refusal to perform work.

15.1.1   Step "A" - Such difference (hereinafter called "a grievance") shall be submitted in writing to the superintendent of schools, the chairperson of the economic policy committee of the teachers of Wild Rose School Division No 66, and the coordinator of teacher welfare of the Association. Such written submission shall be made within 30 days from the date of the incident giving rise to the grievance or from the date the grievor first had knowledge of the incident, whichever is later. Such grievance shall set out the nature of the grievance, the articles of this agreement which it is alleged have been violated and the remedy sought. It shall be the responsibility of the respondent of the grievance to arrange a meeting with the grievor or his/her representative within 10 days of receiving notice of the grievance, if a meeting is requested. The respondent shall review the grievance and within 15 days of receipt of the grievance shall render a decision in writing to the grievor, the chairperson of the economic policy committee and the coordinator of teacher welfare.

15.1.2   Step "B" – In the event the decision of the respondent fails to  resolve the grievance, then either party may by written notice require the establishment of an arbitration board as hereinafter provided. Such notice must be given within 20 days after the date of receipt of the respondent’s written decision.

15.2   Each party shall appoint one member as its representative on the arbitration board within seven days of such notice and the two members shall endeavor to select an independent chairperson.

15.3   If the two members fail to select a chairperson within five days after the day on which the latter of the two members is appointed, they shall request the Director of Mediation Services—Alberta Human Resources and Employment to select a chairperson.

15.4   The arbitration board shall determine its own procedure but shall give full opportunity to all parties to present evidence and to be heard.

15.5   The arbitration board shall not change, modify or alter any of the terms of this agreement.

15.6   The findings and decisions of the arbitration board shall be binding on the parties.

15.7   Each party to a grievance shall bear the expenses of its respective nominee and the two parties shall bear equally the expenses of the chairperson.

15.8   References to days in clauses 15.1.1 through 15.3 are exclusive of Saturdays, Sundays, statutory and Employer declared holidays as well as the months of July and August.

15.9   The purpose of the grievance procedure is to ensure that all grievances are processed properly and expeditiously. If the respondent fails to comply with the provisions of the grievance procedure, the grievance may be processed to the next step. If the grievor fails to comply with the provisions of the grievance procedure, the grievance shall be considered abandoned. Time limits may only be extended by the written agreement of both parties.

Note: In the application of the grievance procedure for the 2006/07 school year, any grievance filed prior to the first of the month following ratification (May 1, 2007) shall be in accordance with article 15 of the current collective agreement (September 1, 2003–August 31, 2006) and any grievance filed after that date shall be in accordance with the grievance procedure as amended.

16.   Transfers

16.1   Notwithstanding section 104 of the School Act, 2000, no teacher who has been designated a principal, vice-principal or assistant principal shall be transferred to another school without his/her consent.

16.2   The Employer requesting a teacher to transfer to another school shall move him/her or shall pay his/her reasonable moving expenses necessarily incurred by him/her due to such transfer.

16.3   Any teacher who becomes an employee of the Employer pursuant to the provisions of sections 241 and 242 of the School Act, 2000 and who had been designated a principal, vice-principal or assistant principal by his/her former employer retains such designation.

17.   Group Insurance

17.1   When enrolment and other requirements for group participation in various plans have been met, the Employer will sponsor such plans to the portion agreed upon and such sponsorship shall not exceed that which is authorized or accepted by the benefit agency.

17.2   The Employer shall make a contribution of 92.5 per cent per month toward the gross cost of the various premiums. This contribution shall increase to:

94.5 per cent effective September 1, 2007
96.5 per cent effective September 1, 2008
97.5 per cent effective September 1, 2009
98.5 per cent effective September 1, 2010
100 per cent effective September 1, 2011

The Employer gross contribution shall be calculated and applied against the premiums in the following order:

(a) ASEBP Extended Health Care Plan 1
(b) ASEBP Extended Disability Plan D
(c) ASEBP Dental Care Plan 3
(d) ASEBP Vision Plan 3
(e) ASEBP Life Insurance Schedule 2
(f)  Alberta Health Care

17.3   Subject to the provisions of the master policies, all teachers appointed to the staff of the Employer after the signing of this collective agreement shall be required to enroll in the ASEBP plans and AHC. All teachers enrolled in the plans on the signing date of this agreement shall continue to be enrolled in the plans. A teacher may be exempted from participation in the extended health care plan, the dental plan, the vision plan and the AHC plan upon submitting proof of participation in these or similar plans through his or her spouse.

17.4   Payments towards benefit plans by the Employer shall permit it to retain and not pass on to teachers, any rebates of premiums otherwise required under Canada Employment and Immigration Commission (previously Unemployment Insurance Commission) regulations.

17.5   The Board will establish, for each eligible teacher, a Health Spending Account (HSA) that adheres to Canada Revenue Agency (CRA) requirements. Effective September 1, 2011, the Board will establish annual HSA credits of $250 per eligible teacher, contributed in equal monthly installments, prorated to an employee’s FTE. “Eligible teacher” under this provision means a teacher on a continuing, probationary, temporary or interim contract. The unused balance will be carried forward to the extent permitted by the CRA. No HSA credits will be contributed for teachers who are on extended disability benefits (EDB), the non-health related portion of maternity leave, or unpaid leaves of absence of 30 days duration or more. Teachers leaving the employ of the Board for any reason will forfeit any remaining balance.

18.   Conditions for Professional Service

18.1   The Employer shall submit, in writing, proposed Employer regulations pertaining to teachers to:

(a) the ATA school representative in each school in the Employer's jurisdiction
(b) the secretary of the ATA Local.

In each case it shall be the responsibility of the ATA to provide the Employer with the names of the school representatives and the secretary.

18.2   The teachers shall, through their representatives, make such representations as they wish concerning any changes proposed by the Employer within three calendar weeks of receipt of written notice of any proposed change.

19.   Other

19.1   Except where provisions of the agreement are made with reference to specific provisions in previous agreements, all previous agreements and salary schedules between or affecting the parties are hereby cancelled.

19.2   This agreement shall enure to the benefit of and be binding upon the parties and their successors.

20.   Date of Agreement

In witness thereof, the parties hereto execute this agreement by affixing hereto the signatures of their proper officers on their behalf.

LETTER OF UNDERSTANDING

CLARIFICATION OF CLAUSE 14.4.1

This letter is provided to clarify the application of clause 14.4.1 as amended through collective bargaining.

Effective the date of ratification, in accordance with clause 14.4.1, each teacher shall have a personal leave bank established based on the prorating formula identified in clause 14.4.1. Each teacher’s personal leave bank will then have deductions made equivalent to their actual time taken, between September 1, 2007 and the date of ratification, for the purposes of personal leave (formerly clause 14.4) and family leave (formerly clause 14.2.1). Irrespective of the actual time take by the teacher, and in no circumstances, shall retroactive adjustments be made to account for personal leave or family leave taken without pay or with salary deductions.

This letter of understanding shall expire and have no further effect as of August 31, 2008.

LETTER OF UNDERSTANDING

LUMP SUM PAYMENT IN LIEU OF RETROACTIVE PAY/ADMINISTRATIVE PROCEDURES

Regarding income earned by teachers between September 1, 2006, and August 31, 2012, “The Lump Sum Payment”, the Employer hereby agrees to the following procedures:

(1) For a teacher who was on leave, retired or otherwise left the service of the Employer between September 1, 2006 and April 30, 2007: The current practice of reporting this income as earned during the currency of this collective agreement ensures that it is considered as pensionable income.

(2) For a teacher on leave and in receipt of employment insurance benefits: Prior to or upon completion of the employment insurance entitlement period, the teacher shall present to the Employer documentation identifying any lost entitlement during the EI entitlement period due to lump sum payment administration, and the Employer shall compensate the teacher for the identified amount.

(3) For a teacher who receives an amount in the lump sum payment that takes the teacher over the ATRF monthly salary cap: The current practice of splitting the lump sum payment between two consecutive months, thereby keeping the teacher under the cap shall be continued at the option of the employee.

(4) For a teacher who has qualified for extended disability benefits during the above referenced period: i.e. whose “last day worked” occurred during this period: The Employer shall reimburse the teacher for any lost disability benefits attributable to lump sum payment administration.

(5) For other situations not identified above: The Employer assumes responsibility for other income lost by a teacher directly attributable to lump sum payment administration. The teacher is required to provide documentation to the Employer from the appropriate authority substantiating such a claim.

Lump sum payment income is pensionable earnings. Lump sum payment administration shall be reported to the local EPC chair.

ADDENDUM

Rates effective September 1, 2010—2.92 per cent increase

4.0   Salary Schedule

4.3   Amend the salary schedule as follows:

Years of teaching experience	Years of University Education
	One	Two	Three	Four	Five	Six
0			47,227	56,101	59,272	62,715
1			49,312	59,450	62,620	66,072
2			51,393	62,794	65,969	69,427
3			53,476	66,141	69,319	72,787
4			55,561	69,485	72,666	76,143
5			57,644	73,305	76,487	79,970
6			59,727	77,126	80,303	83,795
7			61,808	80,948	84,123	87,625
8/9			63,893	84,767	87,941	91,449
10	53,116	59,277	65,976	88,588	91,760	95,277

5.1.1   Amend the principal’s allowance as follows:

101-200 pupils	$35.52
201-300 pupils	$23.17
301-400 pupils	$21.62
Over 400 pupils	$16.97

With a minimum of $15,794.90 per year.

5.4.1 Amend the instructional consultants/psychologists allowance to $15,164 per annum.

5.4.2 Amend the coordinators allowance to $11,375 per annum.

5.4.3 Amend the district administrator allowance to $11,375 per annum.

9.0 Substitute Teacher

9.2   Amend the substitute teacher rate of pay to $197.22 including vacation pay per day of substitute teaching. 

ADDENDUM

Addendum to the 2006-12 Collective Agreement between Wild Rose School Division No 66 and The Alberta Teachers’ Association

Rates effective September 1, 2011—4.54 per cent

Years of teaching experience	Years of University Education
	One	Two	Three	Four	Five	Six
0			49,371	58,648	61,693	65,562
1			51,551	62,149	65,463	69,071
2			53,726	65,644	68,964	72,579
3			55,903	69,144	72,466	76,091
4			58,084	72,640	75,965	79,600
5			60,261	76,633	79,960	83,601
6			62,439	80,628	83,949	87,599
7			64,614	84,623	87,942	91,603
8			66,794	88,615	91,934	95,601
9/10	55,527	61,968	68,971	92,610	95,926	99,603

 

Basic Principals Allowance 101-200 students	$16,511.98 $37.13
201-300 students	$24.22
301-400 students	$22.61
Students greater than 400	$17.74
Instructional Consultants/Psychologists         Coordinators District Administrator Substitute teachers-daily rate	$15,853 $11,891 $11,891 $206.17